Missouri Employment Law Deadlines & Compliance 2026
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Required policies, penalty exposures, cost breakdown, and FAQ — cite-checked against state statute.
Missouri Employment Law At a Glance
Key compliance facts for Missouri employers, drawn from primary statutory citations. For the full handbook-grade guide with required policies, penalty schedules, and FAQ, upgrade to a DocBird Pro handbook.
At-Will Status
At-will employment
2 exceptions
- Public policy exception: Missouri recognizes wrongful discharge claims when an employee is terminated for reasons that violate clearly established public policies expressed in Missouri Constitution, statutes, or regulations. Courts have recognized exceptions for discharging employees for filing workers' compensation claims, for jury service, for refusing to commit perjury, and for reporting safety violations. The public policy must be specific and established rather than derived from general ethical principles.
- Implied contract exception: Missouri courts recognize that specific, unequivocal language in employee handbooks promising job security or establishing termination for cause requirements can create implied employment contracts. The seminal case is Luethans v. Washington University. Employers should include clear at-will disclaimers in all handbooks and offer letters and require employees to sign acknowledgments that the handbook does not create a contract of employment.
Minimum Wage
$13.75/hr (eff. 2026-01-01)
Missouri minimum wage increases annually on January 1, indexed to CPI under Proposition B (2018). The 2026 rate is $13.75 per hour statewide. Kansas City and St. Louis have historically sought higher local rates, but Missouri's Preemption Act (§ 285.055 RSMo) prohibits local minimum wages above the state rate. Tip credit: $3.825 per hour for tipped employees who earn enough in tips to reach the state minimum.
Paid Sick Leave
No state mandate
Bereavement Leave Law
No state mandate
Key Missouri Employment Statutes
Missouri Minimum Wage Law
Establishes the statewide minimum wage with annual CPI-based adjustments on January 1. The Missouri Department of Labor and Industrial Relations (DOLIR) enforces violations; employees may recover unpaid wages plus an equal amount in liquidated damages in civil actions within two years (three years for willful violations). Employers must post the current minimum wage notice and maintain payroll records. Local governments are expressly preempted from enacting higher minimum wages.
Missouri Human Rights Act (MHRA)
Prohibits employment discrimination based on race, color, religion, national origin, sex, ancestry, disability, and age (40-70 — narrower age range than federal ADEA which covers 40+). Applies to employers with six or more employees. Employees must file complaints with the Missouri Commission on Human Rights (MCHR) within 180 days of the discriminatory act. MCHR investigates and may issue right-to-sue letters. Damages were capped by 2017 legislation at varying levels based on employer size.
Missouri Wage Payment Act
Requires wages to be paid at regular intervals not exceeding 16 days. Final wages for discharged employees must be paid on the day of discharge or on the next regular payday — whichever is earlier. For employees who resign, wages are due on the next regular payday. Employers who fail to timely pay wages face a civil penalty of 10% of the unpaid amount per month for up to 12 months, recoverable by the employee in a civil action within two years.
Workers' Compensation Anti-Retaliation
Missouri's workers' compensation statute expressly prohibits employer retaliation against any employee for exercising any right under the Missouri Workers' Compensation Law. Retaliation is an independent tort claim separate from the workers' compensation system. Employees must bring retaliation claims in circuit court within one year of the retaliatory act. Remedies include reinstatement, back pay, compensatory damages, and attorney fees. Courts may also award punitive damages for egregious retaliation.
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